In this day and age, you can get to know a person pretty well just by looking at their Facebook page. You’d think it would dramatically cut down on the tall tales people tell, but there are still those out there willing to, shall we say, bend the truth? As a recruiter or hiring manager, that’s a red flag at the very least. Take this little quiz to see how good you are at spotting the fake:
True or False: 39% of hiring and HR managers have found a falsification on a resume.
False! The real figure is higher. According to a CareerBuilder survey of 2,500 hiring professionals, more than half of survey respondents have caught a lie on a resume.
True or False: Academic degrees are the type of information most commonly exaggerated on a resume.
False! According to that same CareerBuilder survey, the most common resume embellishments involve skill sets (62%), responsibilities (54%), employment dates (39%), job titles (31%) and then academic degrees (28%).
True or False: Candidates are more honest on LinkedIn than on paper resumes.
True! This Cornell University study also found people are least truthful on the phone and most truthful over email.
True or False: Avoiding eye contact is a sure sign someone is lying.
False! The latest research says body language, including eye movement, is not a reliable indicator of deception. Even trained police officers can detect a lie only about 50% of the time by reading body language.
True or False: People stretch the truth with their partner, boss or colleagues three times a day, on average.
This one is true for women; for men the average is six times a day.
The New Road to Authenticity
It seems it’s human nature to embellish sometimes, especially when there’s a lot at stake. And, if you look at hiring from the candidate’s perspective, getting the attention of recruiters and hiring managers can be pretty tough. Before the rise of video interviewing practices, candidates were limited to paper resumes and phone screens to make their unique impression on a hiring team. Today, video interviewing gives candidates an innovative way to present themselves with greater authenticity. Candidates can bring out the big guns – eye contact, attentive body language, smiling, an engaging tone of voice, and more, to give hiring teams an authentic look at who they are as an applicant and as a human being. How much more satisfying for candidates to know they are coming through loud and clear!
This improved road to authenticity is also beneficial to the hiring team. Recruiters and hiring managers can utilize all of the visual and auditory cues a candidate is sending out in addition to their question responses, resume, LinkedIn profile and other support. The hiring team can get a much more accurate sense of a candidate’s fit early in the process with on-demand video interviewing pre-screens, and live video interviews. It’s harder to fake out recruiters and hiring managers via video, so an inconsistency by a candidate will certainly become apparent. So will unique personality traits and attitudes that could make someone a great fit for the role and the organization. Video interviewing enables the hiring team to quickly make the best hire from the pool of talent available.
One Final True or False: Skype is a good choice for job interviews.
If you said false, you’re right on track with most people. In independent research with active job seekers, just 24% agreed Skype is easy to use for interviews. That means 76% either disagreed or were neutral. Either way, it’s clear that consumer chat tools are not the route to go. When it comes to creating better hiring results and an outstanding experience for candidates, a purpose-built video interviewing solution is the best option to choose.